Principal Benefits Analyst

Position Summary

The Principal Benefits Analyst is the senior individual contributor and technical authority responsible for the strategic analysis, design support, administration, compliance, and continuous improvement of Bray International's employee benefits and wellbeing programs. This role provides deep subject matter expertise across health, welfare, retirement, leave, and wellness programs and translates complex data, market trends, and regulatory requirements into practical recommendations.

The Principal Benefits Analyst partners with Human Resources, Finance, Payroll, business leaders, brokers, consultants, insurance carriers, and third-party administrators to evaluate plan performance, support benefit strategy, lead renewals and major initiatives, strengthen governance, and improve the employee experience. This is a senior individual contributor role with no direct people-management responsibility.

Responsibilities Include

Benefits Strategy & Plan Design: Evaluate benefit programs, market practices, workforce needs, and plan alternatives; develop recommendations that balance employee value, competitiveness, risk, and cost effectiveness.

Advanced Benefits Analytics: Analyze enrollment, utilization, claims, financial, participation, and vendor performance data; develop models, dashboards, forecasts, and executive-ready insights.

Renewals & Financial Analysis: Lead analytical support for annual renewals, budgeting, forecasting, benchmarking, contribution modeling, and cost-containment initiatives.

Benefits Administration & Governance: Serve as the escalation point for complex benefits issues and strengthen controls, documentation, eligibility processes, reconciliations, and administrative consistency.

Vendor & Consultant Partnership: Lead working relationships with brokers, consultants, carriers, and third-party administrators; evaluate performance, support negotiations, and drive issue resolution.

Compliance & Risk Management: Interpret and apply ERISA, ACA, COBRA, HIPAA, FMLA, and other applicable requirements; lead audits, filings, governance activities, and corrective actions.

Employee Communication & Experience: Develop clear communications, decision-support tools, presentations, and education initiatives that improve employee understanding and engagement.

Project & Implementation Leadership: Lead complex benefit projects, vendor implementations, integrations, system enhancements, open enrollment workstreams, and cross-functional initiatives.

Technical Leadership: Provide expert guidance, training, and mentoring to HR and Benefits team members without direct supervisory responsibility.

Continuous Improvement: Identify opportunities for automation, process improvement, stronger reporting, improved program value, and enhanced employee experience.

Market & Legislative Intelligence: Monitor emerging benefits practices, legislative developments, and competitive trends; assess implications and recommend action.

Performs other duties as assigned.

Desired Requirements

• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, Healthcare Administration, or a related field required.
• 10+ years of progressive experience in benefits administration, benefits analysis, or total rewards.
• Demonstrated experience serving as a senior benefits subject matter expert and leading complex, enterprise-level initiatives.
• Experience administering and evaluating self-funded and fully insured health and welfare plans.
• Experience leading benefits renewals, financial modeling, benchmarking, open enrollment, and vendor performance activities.
• Experience supporting multi-state and/or global benefits programs preferred.
• Certified Employee Benefit Specialist (CEBS) strongly preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Working knowledge of UKG Pro and/or UKG Ready preferred.
• Advanced proficiency in Microsoft Excel, reporting tools, financial modeling, and benefits analytics; Power BI experience preferred.

Knowledge, Skills, and Abilities

• Expert knowledge of employee benefits strategy, plan design, administration, and governance.
• Comprehensive understanding of ERISA, ACA, COBRA, HIPAA, FMLA, and related compliance requirements.
• Advanced financial modeling, forecasting, benchmarking, and data-analysis capabilities.
• Ability to translate complex data and regulations into clear business recommendations.
• Experience evaluating vendors, contracts, service levels, and program performance.
• Strong project leadership, implementation, process improvement, and change-management skills.
• Excellent executive communication, presentation, consultation, and influencing skills.
• Ability to lead through expertise and build alignment without formal authority.
• Strong business acumen and understanding of the relationship between benefits, employee experience, and organizational objectives.
• Ability to manage multiple strategic and operational priorities with a high degree of independence.
• Ability to exercise sound judgment, discretion, integrity, and confidentiality.
• Advanced proficiency with Microsoft Office, HRIS, benefits administration platforms, and reporting tools.

Working Relationship

Establishes and maintains strong, trusted relationships with Human Resources, Finance, Payroll, business leaders, employees, brokers, consultants, insurance carriers, and third-party administrators. Serves as a senior technical advisor for benefits strategy, administration, analytics, compliance, vendor performance, and complex issue resolution.

Level of Supervision

• Operates as a senior individual contributor with no direct reports.
• Works with a high degree of independence, professional judgment, and accountability.
• Provides technical leadership, consultation, training, and mentoring to Benefits and HR team members.
• Leads complex cross-functional benefits projects and strategic initiatives.
• Serves as the escalation point and subject matter expert for complex benefits matters.
• Influences decisions through data, expertise, business insight, and stakeholder partnership.
• Supports HR leadership with strategic recommendations regarding plan performance, costs, risks, and employee participation.
• Leads benefits audits, regulatory reporting, governance activities, system enhancements, and risk-mitigation efforts.
• May coordinate project activities and deliverables but does not conduct formal performance management or other direct supervisory responsibilities.